01 Jun The Importance of Employee Handbooks
While there is currently no legislation in Canada requiring employers to provide employee handbooks, it is considered a Best Practice to have one. An employee handbook, guide or manual, is a valuable communication tool for an employer and serves as a reference guide for all employees.
This Best Practice suggestion applies to all companies, regardless of size. The benefits of an employee handbook include:
- Enforce workplace polices and procedures.
- Establish clear company standards and expectations.
- Reduce employee misconduct by promoting consistent adherence.
- Demonstrate a commitment to the fair and equal treatment of all employees.
Employee handbooks also serve as a source of legal protection for an organization, by setting clear expectations and standards that employees must comply with. Clearly communicated and consistently enforced company policies also help to support disciplinary actions and avoid potential suggestions of discrimination or unfair treatment.
When developing your company’s handbook, it is vital to ensure that your policies and procedures comply with the Employment Standards Act in each province your company operates. And once established, it is imperative to review on a regular basis e.g. semi-annually, to ensure it continues to reflect the needs of your organization and addresses changes to laws, legislations and regulations. And if updated, it is important to advise all employees of any updates or new policies that have been adding during the revision process.
When you introduce your handbook, or make changes to an existing one, each employee needs to sign an acknowledgment that they received a copy and that it is their responsibility to read and understand the policies contained within the handbook. And as part of onboarding a new employee, providing a copy of your handbook should be included in the orientation process.
There are numerous key elements that should be included in your employee handbook, in addition to the policies and procedures that are legally required, including:
- ABSENTEEISM POLICY
- PRIVACY POLICY
- TERMINATION POLICY
- TELEPHONE & NETWORK POLICY
- OVERTIME POLICY
- CONFLICT OF INTEREST POLICY
- WORKPLACE IMPAIRMENT POLICY
- WORKPLACE VIOLENCE & HARASSMENT POLICY
- GENERAL ITEMS (dress code, sick days, vacations days, etc.)
YOU DESERVE MORE THAN YOU THINK®
If you would like guidance to review, update or develop your company’s employee handbook – or with any other HR issue- please contact Lori Brudlo, Senior HR & Technology Advisor – [email protected].